Team Extension

2-4 weeks To find candidates

90% Retention rate

COXIT recruits and retains top Software Developers, ensuring long-term project success. Our Team Extension service helps companies quickly scale, fill skill gaps, and add experienced developers

Trusted by Companies

the hiring process

We will gather all pertinent data related to your hiring strategy and current goals, ensuring it’s communicated to our recruiting team for the next steps.
Our recruiting team initiates a specialized talent search based on the information collected during the consultation.

Note: We can accommodate any optional requirements such as technical tasks, specific questions from the client, or recording portions of video interviews to assess how candidates answer questions
After presenting you with our shortlist of pre-screened candidates, you have the opportunity to review all the information we’ve gathered and approve the candidates that best fit your project’s needs for further interviews.

If you don’t like any of the candidates, we take feedback and continue the search.
Once you’ve approved your desired candidates, we move swiftly to make a formal job offer and initiate the onboarding process.

Note: COXIT account manager oversees this critical phase to ensure a seamless transition and immediate impact on your project.
Once the new team member is fully integrated, our job doesn’t end there. We continue to provide ongoing support and performance monitoring to ensure the highest levels of productivity and satisfaction.

Note: Our commitment to excellence means we’re always available to address your needs, ensuring a long-term, successful partnership.

Case Studies

Enhancing Automotive Technology and Experiences

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Xperi required a partner who could provide engineers on demand, ensuring quick onboarding and offboarding, covering risks, and allowing Xperi engineering managers to work with these talents as seamlessly as with their employees.

Over four years, COXIT staffed 14 developers, screened 426 candidates, and facilitated the smooth transition to a scalable, real-time data handling infrastructure.

As a mid-sized company, we found that we received second-class treatment from the big well-known suppliers. With COXIT, we feel like we get the attention we need to bring on the right talent quickly and get the job done.

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COXIT provided a dedicated team of Python engineers. Within a month, the team was fully integrated and began producing quality work, facilitating four major software releases with over 40 new features and numerous improvements. This collaboration supports the digitization of thousands of books per week from stations worldwide.

I’m really impressed with how quickly COXIT was able to come up to speed and learn about our software. I also like how communicative and receptive to feedback they are, especially because they deal with feedback from the people in our book development team as well as 100 other people in the field doing the work of digitizing books.

Team extension services for Privacy & Data Security Company

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We provided and integrated two full-time backend engineers to Tempest, ensuring smooth integration and high retention. The engineers continuously improved data parsers, resulting in richer infocards and a better user experience on Tempest’s Search Page.

COXIT has put in the necessary effort to make a comfortable environment for their engineers.

hiring cases

From Idea to Execution

Applications

100% of candidates were interested (28 out of 28) (self-submissions).

Interviews

29% of screenings had positive feedback (2 out of 7), and 50% of technical interviews had positive feedback (1 out of 2).

Offers

100% (1 out of 1).

Time spent

2 weeks.

Summary

The position was easy to fill due to relatively simple requirements and the client's desire to find an employee as quickly as possible, which led him to review and provide feedback on candidates more quickly.

The client rated both candidates highly, but rejected one because they felt the project would be too easy for them.
Applications

100% of candidates were interested (82 out of 82) (self-submissions/referrals).

Interviews

46% of screenings had positive feedback (6 out of 13), and 100% of technical interviews had positive feedback (1 out of 1).

Offers

100% (1 out of 1).

Time spent

3 weeks.

Summary

The position was easy to fill thanks to the relatively simple requirements for candidates and the large number of self-submitted applications for the vacancy.

We tried to move through the stages quickly, although there were some minor delays on the client's side at first while they were still agreeing on the details of the position.

Nevertheless, we filled the vacancy quickly, and did so with one of the first candidates we showed to the client.
Applications

15% of candidates were interested (46 out of 299).

Interviews

35% of screenings had positive feedback (7 out of 20), and 25% of technical interviews had positive feedback (1 out of 4).

Offers

100% (1 out of 1).

Time spent

10 weeks.

Summary

The position proved to be difficult, mainly due to the small number of interested candidates, which resulted in a small candidate pool. In addition, of those who were interested, only a minority passed the screening and interview due to insufficient skills.

Therefore, as a solution, an external recruiter was brought in for one month to act as a sourcer, which helped to find a candidate who ultimately received an offer.

In any case, despite the complexity, the vacancy was successfully filled, and a database of candidates was compiled for the future.
Applications

100% of candidates were interested (106) (most candidates applied for the vacancy themselves).

Interviews

100% of screenings had positive feedback (6 out of 6), and 33% of technical interviews had positive feedback (1 out of 3).

Offers

100% (1 out 1).

Time spent

5 weeks.

Summary

The position was relatively easy to fill, as there were many interested candidates and plenty of applications on job portals.

However, there were also some difficulties: parallel work on other active vacancies at the time and a change in focus (from Full Stack to Front-End).
Applications

100% of candidates were interested (162 candidates).

Interviews

55% of screenings had positive feedback (10 out of 18), and 25% of interviews received positive feedback (1 out of 4).

Offers

100% (1 out 1).

Time spent

5 weeks.

Summary

Candidates were eager to apply and were particularly interested in working with our company and on this project (many candidates mentioned that they were specifically attracted to the project’s domain). Overall, there were no significant issues.

After the first two interviews, we made some adjustments (the English proficiency and general technical level of some candidates were too high for the role).

Afterward, the next three candidates we submitted to the client caught their interest. The project's short-term nature was also not an issue. This was discussed with the candidates during the screening.
Applications

69% of candidates were interested (20 out of 29).

Interviews

44% of screenings received positive feedback (7 out of 16) and 50% of technical interviews were with positive feedback (2 out of 4).

Offers

100% (1 out 1).

Time spent

7 weeks.

Summary

This position was not super easy to fill due to not quite competent submissions from the candidates.

Many devops had no experience with Google Cloud, which was one of the main requirements. Also, during the technical interview, there was a situation where two candidates were not selected because of each other's English, because they were googling questions during the interview.

Although at the screening stage, their CVs looked convincing at the screening stage. In the end, we chose one candidate and tried to raise the bar, to attract more competent employees.

That's why at the beginning of the beginning of the work on the vacancy and there was a slight hiccup on the client's part, because they changed the requirements for the position and we had to start the search from scratch.
Applications

100% of candidates were interested in the position (24 out of 24).

Interviews

78% of screenings received positive feedback, and 100% of technical interviews had positive feedback.

Offers

100% (1 out 1).

Time spent

4 weeks.

Summary

Candidates were eager to apply. There were many strong applicants who could have been sent for interviews with the client, but we immediately found a match with the first candidate interviewed.

There were extra stages, as we conducted coding sessions with candidates to filter out those who weren’t a good fit. However, not many coding sessions were necessary, since the client quickly completed all the stages with one of the candidates and made a hiring decision.
Applications

79% of candidates were interested (49 out of 62).

Interviews

81% of screenings had positive feedback (26 out of 32) and 60% of the technical interviews received positive feedback (3 out of 5).

Offers

100% (1 out 1).

Time spent

2 months.

Summary

Candidates enthusiastically applied and demonstrated interest in working specifically at our company and on this project.

The primary delay occurred in the initial stages of the hiring process due to insufficient communication, which underwent adjustments and refinements throughout the recruitment process. Once all the processes were properly coordinated, the hiring process accelerated, and we were able to fill the position within a week.

During the recruitment process, we enlisted the assistance of a Kotlin developer who conducted several coding sessions with our candidates, enabling us to present only those candidates with whom we had confidence.

To gather more comprehensive feedback about the candidates after the interviews, we introduced a feedback form, allowing us to provide clear and meaningful feedback.
Applications

47% of candidates were interested (26 out of 55 candidates).

Interviews

75% of screenings had positive feedback (6 out of 8), and 50% of technical interviews received positive feedback (1 out of 2).

Offers

100% (1 out 1).

Time spent

10 days.

Summary

We offered this position to 55 developers, 26 of whom expressed interest. After reviewing the candidates' CVs, we invited 8 developers to the screening with the recruiter. Subsequently, we selected 6 of these and compiled a table of their experience and knowledge.

A total of 2 technical interviews were conducted, one of which was unsuccessful because the candidate lacked experience. Another interview led to the successful closing of the position.
Applications

We had a total of 34 new candidates and 4 from the previous similar vacancy, with 100% interest.

Interviews

52% of screenings had positive feedback (13 out of 25). All 100% of the first stage interviews were positive (4 out of 4) and 50% of the coding sessions were positive (2 out of 4).

Offers

100% (2 out 2).

Time spent

3 weeks.

Summary

This position was quite easy for us. Candidates were eager to apply and were interested in working for our company and on the project.

The client actively agreed to interviews and coding sessions, reviewed candidates, and responded quickly.

We selected two candidates at once.

Thanks to this vacancy and others like it, we have made some conclusions about optimizing and improving the recruitment process.

How we handle risks

Direct communication

Our engineers work directly with clients, ensuring transparent and effective communication.

Layoff notice period

Our 4-week layoff notice period provides an added layer of security, ensuring you can adapt to changing needs without immediate financial impact.

Managers Support

Experienced Delivery Managers ensure seamless team integration and efficient knowledge transfer.

All-in-one payment

Focus your budget on core business needs. We also provide all necessary equipment for our engineers.

Your COXIT ROI

What clients are saying about COXIT

COXIT

All-Inclusive hourly RateBy choosing COXIT, you get top engineering talent and a streamlined process with no hidden costs. Our all-inclusive hourly rate means you pay only for exceptional engineering skills.

Freelancers

When hiring freelancers, you pay the developer’s rate, but also face turnover costs and the risk of quality loss.

Traditional hiring

With traditional hiring, you're not just paying salaries; you also cover taxes, HR costs, office space, and employee benefits.

Testimonials

Don’t just take our word for it

COXIT provided a great partnership approach where they have started to feel like an extension of our company. With their ability to provide not only high-level support for complicated IT and computer automation projects but also their ability to understand the business value, we feel like anything is possible with their support.

Read full review on Clutch

COXIT has been a strong development partner throughout the engagement. They've moved quickly, stayed on top of milestones, and done an excellent job translating the client's vision into a functional product.

Read full review on Clutch